Retirement education

Annuity providers are putting on a full-court press to encourage employers to give serious consideration to incorporating lifetime income solutions to their defined contribution plan participants.

One-on-one coaching, auto features are keys to saving for the future.

As traditional defined benefit plans go the way of the dinosaur and 401(k) plans take their place, plan sponsors should keep an eye on the next 15 years as the first generation of workers who will rely most on their 401(k)s to fund their retirements begin to turn 65.

Significant numbers of Americans, and therefore employees, are stressing about their financial situation at a level deemed “too high” by the American Psychological Association.

The addition of a Roth in-plan conversion feature to a company's 401(k) plan may be viewed by executives as an important tax planning tool.

A bipartisan legislative proposal to spur greater sponsorship of retirement plans by smaller employers and higher deferral levels by plan participants has been proposed once again in Washington.

President Barack Obama’s $3.99 trillion fiscal 2016 budget proposal echoes and expands on much of what he presented during his State of the Union address last month, from expanding sick leave to enhancing training and providing some free access to community colleges.

If you are responsible for overseeing your company's retirement plan, then you know that a key measurement of success is employee participation rates. Of course your plan's participation helps employees save as much as they can for retirement, but it also ties directly to passing nondiscrimination tests.

The high court’s unanimous ruling affirms contract law principles.

Workers closing in on traditional retirement age may have to recompute the amount of money they’ll need to live comfortably, and significantly up their contributions to any workplace-sponsored retirement plan during their final working years.

The Supreme Court’s ruling in M&G Polymers USA, LLC v. Tackett affirms the principles of contract law.

Retirement plan service providers want to maintain the workplace retirement system status quo. Unfortunately for them, a few influential groups want the system to change.

Understanding where employees have gaps in their retirement literacy can help employers craft better education programs.

Several of the proposals outlined in the President’s State of the Union address may change how employers plan their strategies on wages, sick leave and child care, as well as how employees prepare for retirement.

President Obama’s plan, outlined in his State of the Union address, makes an enormous impact on a declining middle-class as well as the working poor.

President Obama will use tonight’s State of the Union address to revive previously announced proposals intended both to spur greater retirement savings and to limit retirement plan tax benefits for higher income earners.

In a defined contribution world, cash balance plans continue to gain popularity, study says.

Stay current with this checklist of 2015 contribution limits for retirement and health care benefit plans.

Few plan sponsors have bought into the idea of annually automatically re-enrolling participants in a qualified default investment alternative, such as a target-date fund, as a means of assuring that their assets are allocated in a manner experts would consider appropriate for retirement investing.

Many companies say they will bolster their efforts in 2015 to increase their workers’ sense of financial health, extending their strategies beyond just retirement readiness